We all know that disciplinary action is all about changing behaviours - mediation is just the same, but it's more effective - there's no punishment given and no points to prove. There is, however, a far better understanding of each other's behaviours, how that has made them feel, the consequences so far and the changes they will make in future.
The outcome of a successful mediation (of which over 90% are successful) is a documented outcome confirming the agreed change in how people will work together going forward. Here at Pragmatism we don't believe in sticking plasters - we will always test those outcomes for sustained improvements. This builds the new platform for respectfully working together - and whilst trust will take time to build behaviours will be much better understood - as will the consequences of acting in such a way.
No two people situations are the same, and most people react well to proper, honest conversations. In my view these are a much better investment in time that "judgemental" grievances - try these proper conversations first and nine times out of ten you'll eliminate the issue and start to change the working environment and overall culture.
Director and Lead Mediator
You may also find these blogs useful:-
Formal grievances are a failure
Mediation webinar with employment lawyers
See formal grievances as failure